AGENCY AVERAGE POSITION GRADE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80B01676R000200030018-0
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 6
• Document Creation Date: December 12, 2016
• Document Release Date: August 20, 2002
• Sequence Number: 18
• Publication Date: May 19, 1964
• Content Type: MEMO

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(CLASSIFICATION )
OFFICE OF THE DIRECTOR
Action Memorandum No. A-37d
Date
Deputy I):rector (S ipport)
SUBJECT : Alien
Position, Usade
9 MAY 1964
REFERENCE:
1. It has conie to ray attention that the Agenci'a Overage position grano
has continued to rise during. the lett :jeer and it Aaw 1-nis has act:II-red
*ince the passage a the Salary Reform Act of 1962 which granted two pet
iaCreaSeS aggregating up to 14 per cent. In the prevent.atimi of Ilia next Agency
'Oimiget,t will be trikr.*OSSi4.1.0 to defend f4rther -rise in the Acy's averitio
grade in the face of the President's econolrs,?; prograir, flue Bureau of the
Budget's explicit instructions to the coi-Arary, ad the su4starit11Ul pay
iTicreases which have been approved in the pa,st two year* by the Ci.),11;-,r4131i.
Z. I ,Anderstana that this 'cicresisc in average gradt, reflects oat
upgrading of Oxisting positions hut also the enairttevaulCe Of ISO-Caned
littadr00111? the differte-lce aetweea pacitism grades attri viC,kinberat Kra6tg.
rhiA kiuSioubtedly provides an excelisof promotio tat OppOrti.uottt-S wh!Ch
unhecessary well,oraartaged organization, in in$ure efil?tenci ex.!.
econernVi the average eMploree grade shonid n asaintaine,l, at a wore
constant love/. 14y reatrictiAg promotio.le i.'eilerally to positin vs.catto, by
promotion, reassignment arid separations. S;neo this rnai
witiuwt irApr*cc*i coAtroloi over indivithial promotion actawis, Ineliftve
that we can achieve a similar and desirtthle result by' 4.,sta;,Vishi-alg a closer
relationship betWeerl an erriplayse's .0;rade aciLi the trade of the; pcniti.Or4 to
whicb he e siess.gned. This wUencourage supi-zrvittorsto m.akit inore
effective A;VI Comservottivt 1.1.se of their higher.-14raieft posifloils a'ad should
initoe personnel requirements and astzirtc,,vits 11).*re seakOitc.
SUSPENSE DATE:
SECRET
OR3111, 1
Excluded from tutoniatic
downgradin and
declassification
(CLASSIFICATION)
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3. U youtherel3re instr ct the ctor 1 Personnel to te t1
necessary action to teg.tuce the 'headroom ' throughout the Agenc./ a
sufficient amoucit to lower the average positice:4 iiracie to at least that of a
year ago acid preferably son...what lower. Lapolar as possible, this should
tse accomplished, oy reducing the grades a positions which have been histoilca
and consistently filled by individuale grade.; at levels below the position iiracie,
including clerical positions. Aa effort should be made. ef course to rnaintam
grading patterns which permit reaeonable career advancement.
4. Since the Agency's average position grade should be rethCe4 lore
the next A.gence budget preeeatation. this regratimg of positions must be
accorr.plished and a report eubinitte4 to me of 30 June ite4, *bowleg the
antiwar of positions reduced (by grade *no oy inkier office or tiivtsion), the
previous Agency average grade. the average grade for 1 July 19b3, the new
Agency average grade. and the current employee average grade.
S. In order to avoid a r.currezlCs of this situation in the future, he
Director of Personnel should insure that positions are not upgraded, hetes&
er
without eoriwensating downgrading of positions at apprentienately the same grade
levels, as was the intent of former Agency Notice 2tA *erns r y 1959.
furtheritnere, no employee should tie aseigned to a position which ie gracieci at
1,-;ore than two grades above the employee's grade. If you feel it is neceesary,
an Agency Notice aanouricing these policies can be Graftost by the Directde ,e1
Personnel and submitted to mit for review and approval before issuance.
(signed) Lyman 13. Kirkpatrick
y manL Kiricpa idt
E.-xecutive Director-Comptroller
cc D)rector oiADDLI
esonnel
1,DPi OF
LO/DDS&T
BPAM/ 91cfh (14 May 64)
Distribution:
Orig - Addressee
1 - Executive Registry /
1 - D/BPAM (MP)
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Ags "Sou? eArguxMa
MEMORANDUM FOR: Deputy DireCtQ1 for SuppO1t
SUBJECT: Average Grades
REFERENCE: Action Memo A.378, from Ex. Dir. -Compt.
to DDS, 19 Way 1964
1. Before our concurrence and your approval of actions being
proposed by the Director of Personnel in response to reference, I
should like to make the following observaticms:
a. Rise in Agi_h___Icy Avers e4!
The Executive Director-Comptroller implies that
substantial increares have occurred in the Avincy average
Arade during the past year. I am informed that within the
Clandestine Service - the increase during this period has
been nominal, from and due
principally to our reduction of approximately =poEsitions.
Necessarily, a number of the positions *Unlimited have
been of the lower grades itnd other lower graded GS pobi-
tions have been converted to slots..which have
removed them from the average grade computation. I am
sure you are aware that the CS has in most cases compensated
for any upgradings during the year in compliance with Notice
26 February 1959.
fr' "P'," 9'711 rT?
b. Pro sod Aver rade Adjustment for the Clandestine
Services;
The Director of Personnel proposes that the CS average
grade be reduced from/ *s compared top)*
?Al
July 1963 average of The decrease seems to be con.
siderably more than was necessary to meet the Executive Lir
Comptroller directive to reduce to the July 1963 level and
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''preferably somewhat lower". We have identified a number
of key Base and Station Chief positions which we believe at
this time to warrant upgrading and have requested the Chief,
Salary and Wage Division to review these positions concurrently
with the downgrading exercise now taking place. If this could
be dons we are sure that these overdue upward grade adjust-
ments could be accommodated well within the required new
&V* rags grade figure.
c. Relationship between the grades of posftions and individuals:
The Executive Director -Comptroller mentions the need to
establish closer relationships between the grades of positions and
people, and to eliminate unnecessary headroom. The Clandestine
Services, which, unlike the DDI, has a large overseas structure,
must continue to use personal rank assigarn.ents to staff a number
of positions for reasons involving qualificatione, covers operational
requirements, and the geographical location involved. This means
that if our grades of personnel are to correspond in total to the
authorised position structure, a compensating underslotting to
the personal rank assignments will and should exist. Otherwise,
promotional opportunities will cease. We note that a number of
land above positions are being reduced in grade to one
grade above that of the incumbent, a greeter reduction than
directed by the Executive Director-Comptroller, who indicates
a two-grade differential as acceptable. We understand that the
Director of Personnel is proposing the one grade policy, but
this proposal has not yet been submitted to this Office for comment.
2. In summary, we believe that the necessary adjustment in our
average grade can be accomplished without seriously affecting CS personnel
management. We must, however, continue to have the capacity within
average grade requirements to accommodate necessary upward grade
adjustments and develop adequate staffing patterns for revised organisational
structures. The average grade control to be effective must be carefully
administered. As you know, for the sake of economy an increasingly large
part of our overseas clerical support is being provided by contract personnel,
a situation which results in a continuing increase in the CS average grade
as clerical positions are converted to contract.
ignedi
Richard Helms
Deputy Director for Plans
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cc: Exec. Director
D/ Personnel
C /13PAI4A
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UNCLAtSIFIED ONLY
ROUTING AND RECORD SHEET
4'SUBJECT: (Optional)
FROM:
Deputy Director for Plans
EXTENSION
NO.
DATE
TO: (Officer designation, room number, and
building)
DATE
RECEIVED
FORWARDED
OFFICER'S
INITIALS
COMMENTS (Number each comment to show from whom
to whom. Draw a line across column after each comment.)
Ex. Dir. - Com.pt.
7 E 12
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